Overlooking AI? You could risk falling behind, warns L&D expert

When introducing any new initiative, Ellana Venn, Associate VP of Learning and Development at Geotab, emphasizes the importance of focusing on two core groups: senior leadership teams and middle managers.

"At the executive level, it's essential to establish a strategic partnership and become a trusted business ally, which can be challenging," she explains. "Understanding their business objectives and engaging with them regularly to gather their insights is crucial. It's critical to have advocates who support and align with your vision.”

The second key group is middle managers and employees, whose influence and buy-in are vital for the smooth implementation of initiatives.

"Many overlook the significance of change management," Venn adds. "Supporting those who will execute the plans is crucial. Clear communication of the benefits and involving them in the planning stages fosters buy-in and addresses concerns early."

This approach provides a deeper understanding of potential challenges and strengthens support for new initiatives. She also reveals that empowering managers to act as change agents and mentors is instrumental in recognizing the value of non-monetary recognition systems.

Don’t overlook recognition

"Badges, awards, certifications, or opportunities for visibility can be highly motivating," she notes. "Recognition doesn't always have to involve money; a visible system of badges, awards, or certifications can be very effective."

To further support employees, Venn delves into the importance of coaching and mentoring. She distinguishes between the two, highlighting their unique roles.

“Coaching should be structured and goal-oriented, focusing on developing specific skills within a set timeframe. Mentorship, on the other hand, is more holistic, relationship-focused, and offers long-term personal development and advice.”

Developing various mentorship programs can significantly foster relationships and networks without substantial costs.

"We have implemented executive-level mentorship and leadership mentorship programs, all conducted internally," Venn explains. "Simple strategies like having someone in development mentor someone in finance can help employees explore new roles within the company. These programs can greatly enhance internal engagement and support career growth."

Branding and promoting internal programs can significantly increase participation and engagement without substantial budgets.

"Simple things like logos, polished presentations, and fun names can make a big difference," Venn advises. "Promoting these programs internally can greatly enhance engagement. Highlighting programs like executive or leadership mentorship can be a powerful attraction and retention tool."

Venn advocates for a hybrid model when considering in-house versus outsourced development.

“For core competencies and strategic initiatives, in-house development aligns better with company goals. For non-core skills or general training, outsourcing can be more cost-effective and efficient. While in-house development requires resources for maintenance and incurs long-term costs, outsourcing, despite being potentially expensive upfront, can be more economical for specialized expertise."

The rise and rise of AI

Localization is another critical factor for a global company like Geotab.

"For training in different languages, it's more efficient to hire local vendors than managing it in-house," Venn explains. "When we need training materials in different languages, it makes sense to hire local experts rather than relying on our in-house team who might not be fluent in those languages."

Looking to the future, Venn identifies AI as a pivotal trend shaping Learning and Development (L&D) amid digital transformation.

"AI is a top priority," she says. "We use AI for creating training videos with real or simulated avatars, voiceovers, scripting, and storyboarding, making our processes more efficient and engaging.

“AI can personalize learning experiences by providing tailored content and feedback based on individual needs and performance. It also analyzes vast amounts of data to identify learning gaps and trends, enabling continuous improvement of our training programs.

"Incorporating AI into our L&D strategies isn't just about efficiency; it's about remaining proactive and responsive to the changing needs of our workforce. Organizations that fail to adopt AI risk falling behind.

“Harnessing AI allows us to create dynamic, personalized, and effective learning experiences, ensuring our teams are well-equipped for the future of work. We need to leverage technological advancements while enhancing our people’s skills. Technology should empower individuals to perform their best work, not replace the human element essential to growth and development."